Recruitment poses to be a challenge and just like any other challenge it is bound to make mistakes in hiring that can go on unlock patterns of other errors. The recruitment strategy appointed by the company does not lead to an efficient outcome, but drastic consequences have to be avoided so as to avoid recruitment mistakes. In order to restrict the mistakes to bare minimum recruitment software would be of immense help.
Any small mistake can be forgotten or forgiven as a recruiter is also a human being. But such sort of mistakes could have a harsh reputation on your company in the form that they are not able to recruit any top talent. For this reason the recruitment mistakes are rated to be sins in the world of recruitment. In order to keep these mistakes at a minimum level you need to be aware about the challenges of recruitment or selection procedure.
Fierce negotiation
It really is a harsh task to negotiate with a candidate about the salary aspect. If you offer them something at par or less than what they are getting you are likely to lose the candidate at that minute.
Be aware that if you negotiate for something lower than what the candidate gets they feel disrespected and it is not saving money of the company by negotiating. Even it can have a direct bearing on the brand status of the company.
On the lookout for active candidates
This is a recruitment strategy where a company looks out for active candidates and only interviews them. But this constitutes only 30% of the work force and missing out on passive candidates is a major loophole on the part of a company.
The moment you look for passive candidates you hunt for a wider crowd and a capable one.
Treatment of rejected candidates in an improper way
It is a trend that recruiters treat the rejected candidates poorly and completely forget about them. At the same time you need to maintain your reputation as a hiring brand all along. Once you make a mistake it will have an impact on your brand and lead to a poor sales turnover.
The right approach would be to reach out to the rejected candidates and explain the reasons for their failure. You need to give them an opportunity to work on their skills so that they could be an asset for your company.
Relying on massive budgets
For a recruiting process you do not need to have a massive budget, but if you have it is helpful. In order to work on the process or be it results, make it a point that the interviewing or on board candidates are very strong.
Be of the opinion that a company has got the best candidates on board
Never be of the false notion that you have got the best candidates on board and no point to improvise from the recruitment process.
Even the top notch firms devote a lot of time and effort to the process of recruitment. It does not matter how immense you company is but focus has to be given on the brand image of your company. The moment you stop attracting candidates they cross over to other companies.
Rejection of the over qualified personnel
Once you are short sighted this is an error you end up making. Recruiters are of the opinion that such candidates could be expensive and might not stick for a long run. You have to take the point into consideration that proficient candidates can pave way for higher productivity and growth occurs to the company in a fairly less amount of time.
Work with accountable recruiters
As a recruiter you need to focus on short term insights and recruit in the same manner. For hiring individuals on a long term basis they need to be responsible. On obvious lines you would find the best results when hiring managers are accountable for the selection of candidates.
Too much focus on past behaviour.
During the course of an interview you would learn about the personality traits of a candidate. But if you lean towards the past behaviour of the candidates and consider it as the future it is a mistake that you cannot afford to make. The past behaviour is not an indicator on how you might behave in the future. This is the essence of what recruitment software helps to address.
Not to hire based on an initial impression
There are bound to be a lot of issues once you hire a candidate based on an initial impression and do not pay attention to competence. Just because you do not like a person does not mean you might eliminate him. You have to take into consideration the point that you are not running a popularity show.
Taking extra time
Time is of importance and you have to seize the time that a candidate has to offer. Once you are not going to respond to a candidate quicker and allow them to linger they take this opportunity to look for alternative openings or seek chances at the places where they are currently working.
Once you find an appropriate candidate you should not waste time and reply to them at the earliest.
Stick to the first choice or no
The process of recruitment can go wrong that you might lose out on a candidate you might have been your first choice. In fact, there has to be a contingency plan in case of any mishap.
There could be cases where you might not find the desired qualities in the first person and then a better choice would be to move over to the next one.
To conclude the recruitment process is all about selling jobs to a candidate. The hiring manager has to turn this into something reliable so that potential candidates join them. Do not burden the candidate with negative stuff so that they are not interested to join.